A

PROJECT REPORT ON

TRAINING NEEDS IDENTIFICATION AND ANALYSIS

FOR

UNIVERSAL CONSTRUCTION MACHINARIES AND EQUIPMENT LTD.,

SHIVARE.

BY

ATUL ANIL WANJALE

UNDER THE GUIDANCE OF

DR. J. JOHN PETER

SUBMITTED TO

UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OFTHE REQUIREMENT FOR THE

AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

THROUGH

RMD SINHGAD SCHOOL OF MANAGEMENT STUDIES

PUNE- 58

2015-2017
 DECLARATION

I, the undersigned, hereby declare that the project report entitled “TRAINING NEED
IDENTIFICATION AND ANALYSIS” written and submitted by me to The Savitribai
Phule Pune University in partial fulfilment of the requirement for the award of degree of
“Master of Business Administration” under the guidance of Dr. J John Peter.

Place:

Date: Signature of the Student

 ACKNOWLEDGEMENT

It is my privilege to extend my heart full thanks to the Human Resource Department of

Universal Construction Machineries and Equipment Ltd; Shivare, Pune, for having
generously agreed to accept me as a Summer Intern, providing me a solid platform to
educate myself in the field of Human Resource. It was a matter of great pleasure to work
in such a company which is our national pride.

I am a thankful to Mr. Nitin Bhosale, HR Training and Development, whose help,

guidance and cooperation were instrumental in accomplishing and giving a final shape to
this project.

I am grateful to Dr. J John Peter sir, my internal research guide of RMD Sinhgad School
of Management Studies, Warje, for their kind support and cooperation.

I extend my warm thanks to every single individual I approached while collecting data,
for their timely co-operation.

Finally I would like to acknowledge my heartiest thanks to my family for their

continuous support and encouragement.

(ATUL ANIL WANJALE)

RMDSSOMS, Warje, Pune.

Savitribai Phule Pune University

 TABLE OF CONTENTS

SR.NO TOPIC PAGE NO.

1 EXECUTIVE SUMMARY 1

2 COMPANY PROFILE 3

3 OBJECTIVE OF THE STUDY 15

4 THEOROTICAL BACKGROUND FOR THE PROJECT 18

5 RESEARCH METHODOLOGY 22

6 DATA ANALYSIS 27

7 FINDINGS AND CONCLUSIONS 42

8 SUGGESTIONS 45

9 CONTRIBUTION TO THE HOST ORGANISATION 47

10 LEARNING 49

11 BIBLIOGRAPHY 51

12 ANNEXURE 53
 CHAPTER 1

EXECUTIVE SUMMARY

1
In every organization getting right man for the right job is necessary. Every employee is
considered as an asset of the company. To manage employees and employee‟s every
needs it is necessary to have a HUMAN RESOURCE. An organization has various
departments out of which HUMAN RESOURCE DEPARTMENT is considered most
important.

The project titled “Training Need Identification and Analysis” undertaken in Universal
Construction, Machinery & Equipment Ltd, Shivare (Pune), India. Training need
identification is a tool utilized to identify what educational courses or activities should be
provided to employees to improve their work productivity. Here the focus should be
placed on needs as opposed to desires of the employees for a constructive outcome.

The prime objective of the project is to find the Training needs Identification and analysis
of employees working in Universal Construction, Machinery & Equipment Ltd. After the
TNI and TNA of the training requirements of the company, the Project speaks about
5Department which include Production, Finance, Sales, After Sales and Store and
mentions about the training program provided to them. Out of the total population of
125employees, I have selected the sample size of 25 respondents for the study.The
selected sample size is 20% of the total population of the organization. The study helps to
understand the Technical &Behavioral Training for employees along with the
effectiveness of Training for the growth of the organization.The company conducts
Training Needs Identification at Team/Departmental level and Individual Level.

I also other than Training needs studied Employees personal record i.e. age, education,
experience in which the documents of the employees were verified.

Having studied all about the Training I decided to take the topic of TRAINING NEEDS
IDENTIFICATION AND ANALYSIS.

2
 CHAPTER 2

COMPANY PROFILE

3
Everyone has a dream but only few have the passion to transform the dream into a vision
which has the power to touch the depth of reality. Mr. Rohidas More streamed ahead in
the lane of construction equipment manufacturing with his visions. He started a company
with intellectual potential, three decades ago in the year 1974. This company was called
Universal.

Universal started with a humble beginning by providing its own produce like oil
lubricants, pumps, and gear boxes to clients.

Universal has achieved great heights with its expertise and details execution in the past
years. It has been blessed by exponential opportunities to test its metal in the course of
time. In the mid-eighties, Universal was given a chance to display its expertise by
working on a project for DRDO (Defence - Research & Development Organization).

Universal put in all its efforts to come up with a nitric acid pump to be used in the
country‟s combat weapon – the Prithvi Missile. The topping on the cake was when
Dr.APJ Abdul Kalam Ex. President of India personally tested the pump at Hyderabad and
approved of its use.

4
In the year 1982, Mr. .Rohidas More stumbled across an opportunity which was a turning
point in the Universal history. Mr. UttamshetBahiratPatil, a friend of Mr. Rohidas More
requested him to develop a concrete block making machine. The manufacturing success
of this equipment catapulted Mr. Rohidas More into the construction equipment
manufacturing frame.

With a workforce of 30 to 40 workers Universal started the manufacturing of its small

concrete mixers at its Warje workshop, which was set up in the year 1991. In the same
year Universal achieved yet another striking goal by exporting its first ever export to Sri
Lanka. The Warje workshop was boosting with energy and production of construction
equipments was on high spirits. Universal manufactured 50% of its supply to most
illustrious companies. Universal never misses to participate in events which give them an
opportunity to showcase their talents.

Mr. Ranjeet More, son of Mr. Rohidas More joined the Universal band wagon in the year
1994, and introduced the first five year plan with his induction. Like father, like son he
too set prosperous goals to benefit company upraise, such as:

a) Expansion of Sales & Service net.

b) Broadening of base of Construction equipment.
c) Standard of Construction equipment.

In the forthcoming years Universal, headed by Mr. Rohidas More and his sons took this
company to higher levels.

In the year 96, the Warje workshop was put to a close and a new workshop began at
Shirval. With this new beginning Universal also opened up 15 workshops all across the
Maharashtra State at Nasik, Nagar, and Aurangabad etc.

The last few year, saw the new construction products such as Reversible Drum Mixers
which were indigenously designed, and also mobile batching plants. Universal turned as
ISO certified company and launched its own website displaying its wide range of power
house products in the same year.

5
High and lows are a part and parcel of life. 1997 witnessed a recession in real estate
market. Universal took this downfall into its stride and transformed it into a success story.
The focus was effectively changes towards the manufacturing special equipment for
construction of dams, irrigation prototype and design which were delivered with personal
involvement on site.

The year 2001 – 2005 is considered the Golden Era in the history of Universal. This was
the Second Five year plan of Universal and achieved an overwhelming success, such as:

1. Introduction of new products like Batching plant, RDM, PM lift and works
platform
2. In 2004, Universal participated in the largest exhibition in the world for
construction equipment in Munich, Germany.
3. This exhibition was called the Bauma exhibition. This exhibition gave Universal
hands on chance to tap into the export scenario by getting overseas orders for
goods through merchant exporters.
4. To support this high flying thought Universal placed the foundation stone for the
Shivare Plant which was going to be a state-of-the art manufacturing plant.

The Third Five Year plan began from 2006 and will complete in the year 2010. Universal
has set high goals to be achieved in this five year plan. They are as follows:

 To set Global Service Network in Middle East and Africa

 Expansion of manufacturing base for more production
 Introduction of heavy range of construction equipment
 To set assembly units in North, East, South and Central India
 And last but not the least, to set 100% EOU (Export Oriented Unit)

The year 2006, brought in lot of joyous moments for Universal and is continuing till date,
such as follows:

 The Shivare factory was opened.

 The Shindewadi factory as acquired and production commenced.
 4 SBU of strategic business units were formed.

6
  Assembly units were set up in Jaipur, Kolkata, Bangalore, Allahabad and Nasik.
 Universal participated in the Bauma Exhibition for the second time and received
an overwhelming response.
 Received the status of MEGA project & signed an agreement with govt. of
Maharashtra.
 Organizational development initiatives undertaken such as Kaizen, Quality Circle
ISO 14000, ISO 18000
 Inducted external professional directors on the board.
 Introduction of brand ambassador – Miss. Sagarika Ghatge of Chak de India fame
 Set up service vans all over India.

UMBRELLA OF
UNIVERSAL GROUP OF
COMPANIES

UNIVERSAL U& D
CONSTRUCTION UNIVERSAL UNIVERSAL SQUARE
MACHINERY ARISTECH SALES & SOLUTION
&EQUIPTMENT ALLIED PVT, LTD
LTD. SERVICES

UNIVERSAL SKY
INDIAN
CIVIL VISION ELEVATOR
TRANSPORT
INFRACON
SERVICES
PVT. LTD

7
2.2 VISION:

Our vision is to provide innovative, world-class, construction equipment backed by

technically competent serving capabilities, with the prime motive of satisfying each
and every customer beyond the expected levels of business excellence.

We intend to be the largest selling construction manufacturing company beyond

Boundaries by adhering to world class standards through strong R&D efforts,
sophisticated manufacturing equipment, strong after–sales support and vast global
reach.

8
2.3 MISSION:

Our mission is growth through innovation and ideas. We believe in building

successful long term relationships with our customers by offering integrated
solutions and services.

Exceeding their expectations!

It is our endeavor to grow continuously and offer better services to our customers.

2.4 UNIVERSAL MILESTONE:

1. Universal since 1975.

An ISO 9000: 2001 certified.

2. Also going for ISO 14001 & OHSAS 18001.

3. Three Manufacturing units spread across 25 acres.

4. 50 different types of Construction Machinery.

5. Export to more than 32 countries.

6. 2 Machines manufactured every hour.

9
10
 2.5 PRODUCT PROFILE:

Concrete Batching Plant with Inline

On Wheel Concrete Batching Plant Mobile Concrete Batching Plant
Feeding System

Concrete Batching Plant With

Universal Feeding Machine Mini Batching Machine Concrete Mixer With Mechanical
Hopper

Concrete Mixer With Hydraulic Concrete Mixer Concrete / Asphalt Saw Cap
Hopper

Passenger Lift / Material Lift

Manually Operated Concrete Mixer Mini Crane

11
 Tower Hoist Slab Trolley Sand Metal Batch Controller

WIDE NWTWORK OF SALES AND ERVICES INTERNATIONAL NETWORK

Head Office Export to 32+ countries

14 ZONAL OFFICES
Zonal Office Distributors in 10countries
33+ASSOCIATEOFFICES
Associate office

Universal‟s presence in India can be solely judged by its offices in various cities and
associate network which is present across all the inner-cities to the most far-off
locations.

In India, Universal is not just widely present but is …omnipresent!

12
2.6 ORGANIZATIONAL STRUCTURE:

Managing Director

Plant Manager Sales Head Plant Manager Sales Head Plant Manager Sales Head
Shirval Shivare Shindewadi

Materials Manufacture Quality H/R Design Service

Logistics Accounts
PPC Purchase Maintenance
Store Product Support
EDP
Industrial

13
2.7 PRODUCTION PROCESS / OPERATIONS FLOWCHART:

MATERIAL HANDLING

MATERIAL CUTTING

MATERIAL BENDING

FABRICATION & MACHINING

WELDING

ASSEMBLY

PAINTING

INSPECTION

PACKING

DISPATCH

14
 CHAPTER 3

OBJECTIVE OF THE STUDY

15
3.1 OBJECTIVES OF THE STUDY:

1. To find out the Training needs analysis and Training need identification of
Universal Construction, Machinery & Equipment Ltd.
2. To study the training policy of the company.
3. To identify and analyse the Training Needs of the employees.
4. To know the impact of training program conducted by the company.

3.2 SCOPE OF THE STUDY:

The study focused on Universal Construction, Shivare plant which is SBU-2 and 4 that
has 5 departments were considered for the research – Production, sales, aftersales,
finance, store departments as training is very essential for these departments.

Training was divided into 3 parts are as follow:

 Geographical Scope:
For this research the study is confined to UNIVERSAL CONSTRUCTION
MACHINARY & EQUIPMENT LTD.
 Conceptual Scope:
The study focused on the basic concepts of Training Identification viz.
identification process and methods.
 Analytical Scope
Data collected from primary source has been analysed with the help of statistical
tools like Mean, standard Deviation.

3.3 IMPORTANCE OF THE STUDY:

 To understand the concept of Training Needs Identification and Analysis.

 To gain a practical knowledge for Training Needs Identification.
 To know and understand why Training Needs are Identifiable.

16
3.4 LIMITATIONS OF THE STUDY:

 The study is limited to Universal Construction Machinery and Equipment Ltd

only.
 Due to company rules and policies open interactions with some employees was
not possible.
 The sample size is small to reflect the opinion of the whole organization.
 The study is based on the available information only.

17
 CHAPTER 4

THEORITICAL BACKGROUND FOR THE PROJECT

18
4.1 INTRODUCTION:

It is an important job of the Human Resource to generate a pool of candidates and select
the best fit person for the desired job.
The project titled “Training Need Identification and Analysis” undertaken in Universal
Construction, Machinery & Equipment Ltd Shivare (Pune), India.

Meaning of Training:

Training is the act of increasing the knowledge & skill of an employee for doing a
particular job. Flippo has defined training as “the act of increasing the skills of an
employee for doing a particular job”.

Training is also referred to as a process by which any person designated to be a trainer

imparts new knowledge, sharpens and strengthens skills and redefines attitudes. Training
involves more than just teaching people how to use tools or complete assigned tasks.
Good training seeks to make people understand how they feel about themselves, about
their work and their contribution to the well-being of those they serve. The basic
objective of training is to establish match between employees and their jobs. This is
achieved by helping them to bridge gaps between expected and actual performance
levels. Training help to prevent obsolescence of employees by updating their
competencies.

After the candidates have been selected and placed in appropriate jobs they usually
receive orientation training to help them learn about the company. This is also known as
„induction‟ and is the first training an employee has to go through in each organization of
his or her employment. However, training in organizations is an unending process. The
training needs of employees get continually assessed based on their own requests and
their superiors‟ feedback in the performance appraisal reports. The top management of an
organization would also direct the training department to prepare the employees to face
various organizational changes.

19
1. Training need identification helps to improve the organization growth, maintains
standards increase productivity.
2. If employee were get well trained in their field they will get lot of interest in their
work, so the productivity also get increase automatically.
3. This study shows how much the employees are capable and their interests at work
place and what are the things still to be satisfied to the employees regarding job
and the facilities provided.

20
 4.2 TRAINING PROCESS:

Step 1
TRAINING NEEDS

ANALYSIS

Step 2
DEVELOP TRAINING
OBJECTIVES

Step 3
Step 7
MEASURE TRAINING REVIEW AVAILABLE
RESULTS TRAINING METHODS

Step 6 Step 4
IMPLEMENT TRAINING DESIGN/SELECT
PROGRAMS
TRAINING METHODS

Step 5
DESIGN TRAINING
EVALUATION APPROACH

21
 CHAPTER 5

RESEARCH METHODOLOGY

22
5.1 RESEARCH DESIGN:

I found the following research design as:-

The study of this research is Diagnostic inferential type of research.

I found the research design as:-

Descriptive research includes surveys and fact finding enquiries of different kinds. In
analytical research, on the other hand, I had to use facts or information already available,
and analyze these to make a critical evaluation of the material.

5.2 DATA COLLECTION SOURCE:

Primary Data Source:

Primary Data is something where the some one collects data on his own by his own
experience.

The primary data such as for research was collected from the respondents by
Questionnaire format, observation and discussion with employees and the management.

Secondary Data Source:

Secondary Data is the data collected from primary source that is from internet, books etc.

Secondary data was collected from the organization‟s booklets, reports, magazines,
websites, etc.

23
5.3 SAMPLING TECHNIQUE:

The Stratified Random Sampling Technique is used to select the sample size from
different strata.

Sample is the small unit of the given population. Sampling may be defined as selection of
some part of aggregate population on the basis of which a judgement or interference
about the total population is made. Sample should be truly representation of the whole
population without any bias so that it may result into valid and reliable conclusion.

A sample design is a definite plan for obtaining a sample from a given population.

Sample designs are basically of 2 types:

1) Non Probability Sampling

2) Probability sampling

For this project I have adopted probability sampling which is also known as random
sampling or chance sampling. Under this method every item has equal opportunity to
appear in the sample.

Sampling design includes the following aspects:

Sample elements: Consists of workers, employees, sales executives from production,

sales & after sales department respectively.

Sample unit: Consists Shivare plant.

Sampling technique: Consist of probability sampling which is also known as random

sampling.

Sample size: 25 employees from 5 departments i.e. Production, sales, after sales, finance,
store departments.

Time frame: The sample size consist from the following time frame

24
5.4 RESEARCH INSTRUMENT:
The questionnaire method has been used as an instrument for collecting the information
from the respondents. The questionnaire includes close ended questions. The satisfaction
level regarding Job, Communication, Department, Management, Organizational
Infrastructure and facilities, Health and Safety, Pay and other Benefits and the impacts of
the facilities on the employees has been measured with the help of 5 point liker scale.

Research approach:-Survey Method

Research Instrument:-Questionnaire Method

Respondents:-Employees (Staff)

5.5 SAMPLE SIZE:

Out of the total population of 125employees, I have selected the sample size of 25
respondents for the study.The selected sample size is 20% of the total population of the
organization.
5.6 RESEARCH METHODLOGY:

The process used to collect information and data for the purpose of making business
decisions. The methodology may include Primary and Secondary data as:-

 Primary Data:-

1. Questionnaire:-

The questionnaire was administered to the selected respondents. I submitted a

questionnaire forms which were filled by these respondents and information
was obtained accordingly.

2. Observation:-

25
 I observed the practices conducted and then also approached certain persons
for queries if any.

3. Interview:-

Interview means one to one interaction with the employees. I interviewed the
employees and collected the information.

 Secondary Data:-

1. Company Website.
2. Company Magazine.

26
 CHAPTER 6

DATA ANALYSIS

27
6.1 INTRODUCTION:

The analysis is refer to the process of evaluating data using analytical and logical
reasoning to examine each component of the data provided data from various sources is
gathered, reviewed, then analyzed to form some short of finding or conclusion.

6.2 INTERPRETATION:

The study has been conducted by the employee training need. That what type of training
knowledge employee needs in their respective field. The data has been collected from the
25 employees which was available there. The steps are as follows.

 First we discuss with the staff that what type of training they need.
 Then make a format in which some training has been taken by department wise.
 Then get fill up form by the employee (staff).
 Then analysis the training needs with their respective department.
 Then make a bar diagram of the training.
 Then submitted that to the training manager.

I have done the analysis through following Questionnaires:-

28
Q.1 Do you think that on the job training would be more useful than off the job training?

Option No of respondents Percentage of employees

Strongly Agree 18 72
Agree 7 28
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion for the training

0% 0% 0%

28% Strongly Agree

Agree
Neutral
Disagree
72% Strongly Disagree

INTERPRETATION:-

The above data interprets about the opinion of the respondents for more usefulness of On-
the-Job Training than Off-the-Job Training. According to the analysis, 72% of the
respondents Strongly Agree that yes, the On-the-Job training is better than Off-the-Job.
While 28% agree that yes, the On-the-Job training is better than Off-the-Job. The other
categories like, Neutral, Disagree and Strongly Disagree is just 0%. It means the
respondents are positive about usefulness of On-the-job rather than Off-the-Job.

29
Q.2 I believe the training methods adopted by Universal is effective.

Option No of respondents Percentage of employees

Strongly Agree 11 44
Agree 10 40
Neutral 3 12
Disagree 1 4
Strongly Disagree 0 0
Total 25 100

Data showing effectiveness of training

methods
4% 0%

12% Strongly Agree

Agree
44%
Neutral
Disagree
40% Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion of respondents for the Training Methods adopted by
Universal is effective or not. According to the respondent‟s Analysis, 44% of the
respondents are in the favor for Strongly Agree while 40% of the respondents are Agree.
While, 12% of the respondents are in Neutral Response, 4% of the respondents are in
Disagree response and 0% are in Strongly Disagree response. So this can show that
employees up to a certain extent are satisfied with Methods adopted by Universal and are
effective.

30
Q.3 Are you satisfied with the training programs conducted by universal?

Option No of respondents Percentage of employees

Strongly Agree 16 64
Agree 9 36
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing satisfaction for Training

0% 0% 0%

Strongly Agree
36%
Agree
Neutral
Disagree
64%
Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion of the respondents for the Satisfaction of Training
Programs in Universal. 64% of the respondents are in favor of Strongly Agree while 36% of
the respondents are in Agree. While Neutral, Disagree and Strongly Disagree are 0%. Here
the respondents are having a positive view for Satisfaction of Training Programs.

31
Q.4 Do you agree with the training methods used by Universal?

Option No of respondents Percentage of employees

Strongly Agree 15 60
Agree 10 40
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data for opinion of Training Methods

0% 0% 0%

Strongly Agree
40% Agree
Neutral

60% Disagree
Strongly Disagree

INTERPRETATION:-

The above data interprets the Training Methods used by the Universal. Here 60% of the
respondents Strongly Agree for Training Methods of Universal while 40% Agree for
Training Methods of Universal.While Neutral, Disagree and Strongly Disagree are 0%. It
means they have a positive feedback for Training Methods used by Universal.

32
Q.5 The training given by Universal management is helpful for my effective performance.

Option No of respondents Percentage of employees

Strongly Agree 5 20
Agree 17 68
Neutral 3 12
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion for effective

performance
0% 0%

12%
20%
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
68%

INTERPRETATION:-

The above data interprets respondent‟s opinion for effective performance for the Training
given by Universal Management. Here, 20% of the respondents are in favor of Strongly
Agree, while 68% of the respondents are Agree and 12% of the respondents are Neutral. It
means they have a positive feedback for the Training given by Universal.

33
Q.6 Do you think the training identification process is conducted properly by the company?

Option No of respondents Percentage of employees

Strongly Agree 9 36
Agree 14 56
Neutral 1 4
Disagree 1 4
Strongly Disagree 0 0
Total 25 100

Data showing identication process

conducted by the company
4% 4% 0%

Strongly Agree
36% Agree
Neutral
Disagree
56% Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion for training identification process conducted properly
by the company. Here, 36% of the respondents have response about Strongly Agree while
56% of the respondents are in favor of Agree. While 4% are in Neutral Favor and 4% are in
Disagree. As the topic itself is the Training needs identity and analysis, hence here the
respondents are at least up to a neutral response and only 1 respondent is disagree favor.
This can be interpreted as the company is positive for proper conduction of training
programs.
34
Q.7 I agree that the training needs are well identified.

Option No of respondents Percentage of employees

Strongly Agree 14 56
Agree 8 32
Neutral 3 12
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing well-identification for Training

needs
0% 0%

12%
Strongly Agree
Agree
Neutral
32% 56% Disagree
Strongly Disagree

INTERPRETATION:-

The above data interprets the well-identification of the Training Needs of respondents.
Here, 56% of the respondents Strongly Agree while 32% just Agree. 12% are Neutral while
Disagree and Strongly Disagree are 0%. Here it can be interpreted as the company uses fair
methods for the identification of the employees Training Needs and it helps in well-
identification of Training needs of the employees.

35
Q.8 Do you realize the importance of training needs through your daily work?

Option No of respondents Percentage of employees

Strongly Agree 10 40
Agree 15 60
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing importance for training

needs
0% 0% 0%

Strongly Agree
40% Agree
Neutral
60% Disagree
Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion of the respondents for realizing the importance of
training needs through daily work. Here 40% of the employees Strongly Agree while 60%
just Agree. Thus, it can be said that employees are aware for their work and are realizing the
importance for the work they do.

36
Q.9 I am able to understand the purpose of identifying Training Needs?

Option No of respondents Percentage of employees

Strongly Agree 16 64
Agree 9 36
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion for identifying

purpose
0% 0% 0%

Strongly Agree
36% Agree
Neutral
Disagree
64%
Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion of the respondents for understanding the purpose of
identifying Training Needs. Here, 64% of the respondents Strongly Agree while remaining
36% just Agree. While others are Neutral, Disagree and Strongly Disagree with 0%. Thus,
here we can say that Employees are aware for understanding the purpose of Identifying the
Training Needs.

37
Q.10 The Company provides sufficient training for development.

Option No of respondents Percentage of employees

Strongly Agree 18 72
Agree 7 28
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion for sufficient

training providence
0% 0% 0%

Strongly Agree
28%
Agree
Neutral
Disagree
72% Strongly Disagree

INTERPRETATION:-

The above data interprets, the respondent‟s opinion for sufficient training for development.
Here, 72% of the respondents Strongly Agree while 28% just Agree. While others are 0%
with Neutral, Disagree and Strongly Disagree. Here we can say that the respondents are
really satisfied with the sufficient training provided for development.

38
Q.11 In my organization basic training needs are evaluated on every parameter.

Option No of respondents Percentage of employees

Strongly Agree 11 44
Agree 14 56
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion or evaluation of

Training Needs
0% 0% 0%

Strongly Agree
Agree
44%
Neutral
56% Disagree
Strongly Disagree

INTERPRETATION:-

The above data interprets the respondents opinion for the basic training needs that are
evaluated on every parameter. Here, 44% of the employees Strongly Agree while 56% just
Agree. While 0% are with Neutral, disagree and Strongly Disagree. Here we can say that
the employees are satisfied with the methods of identification on Training Needs and are
evaluated on every parameter.

39
Q.12 Do you agree with the present training identification system?

Option No of respondents Percentage of employees

Strongly Agree 16 64
Agree 8 32
Neutral 1 4
Disagree 0 0
Strongly Disagree 0 0
Total 25 100

Data showing opinion for identifying present

training system
4% 0% 0%

Strongly Agree

32% Agree
Neutral
Disagree
64%
Strongly Disagree

INTERPRETATION:-

The above data interprets the opinion of the respondents showing whether or not they agree
with the present training identification system. Here the 64% of the respondents are in favor of
Strongly Agree while 32% are just Agree. The others are with 0% that is Neutral, Disagree, and
Strongly Disagree. Thus, we can say that most of the respondents are positive with present Training
Identification System.

40
Q.13 I agree with technological improvements that has been adopted by the company for
training need assessment.

Option No of respondents Percentage of employees

Strongly Agree 14 56
Agree 6 24
Neutral 3 12
Disagree 2 8
Strongly Disagree 0 0
Total 25 100

Data showing opinion for technological

improvement
0%

8%
Strongly Agree
12%
Agree
Neutral
56% Disagree
24%
Strongly Disagree

INTERPRETATION:-

The above data shows the respondents opinion for technological improvements that has
been adopted by the company for training need assessment. Here 56% of the employees
Strongly Agree while 24% employees just Agree. 12% are in Neutral while 8% are
Disagree. Here,we can say that there is a neutral response from the employees for
Technological Improvements adopted by the company.

41
 CHAPTER 7

FINDINGS AND CONCLUSIONS

42
7.1 FINDINGS:

1. Universal conduct Technical &Behavioral Training for employees.

2. Technical training evaluation is done after six month.

3. Training effectiveness done by evaluation of participants feedback.

4. The training & development works effectively.

5. It is found from the study that periodical training in yearly basis leads to
effectiveness towards the growth of the organization.

6. The study reveals that there was considerable improvement of skills, behavioral
changes and job performance as an impact of training.

43
7.2 CONCLUSION:

The most repeated and the undisputable saying which holds good even today is
that training is the backbone of all the manufacturing industry . Training is one of the sub-
processes of manufacturing industry and prevalently, one depending on the other. The
appropriate training method provides results considerably. Though India has developed into
a force to reckon within the fields of science and technology, industrial development,
education, information technology and communication the same level of achievement
cannot be claimed in the execution level.

Today, organization are faced with fierce competition, scarce resources and
rapid technological changes. This has meant that organizations thought to be managed in
such a way that not only is their immediate survival guaranteed but also their long-term
future development is ensured. Training plays an important role in the realization of these
goals.

The evaluation of training shows that training effectiveness variables found to

be related to post training attitudes were input indicators such as objectives of the
organizations and training need analysis and process indicators such as training methods,
size of participants, and periodical training. Moreover the effectiveness is also dependent on
individual characteristics like listening capability, nature and self -interest of trainee.
Evaluation can add value to the training itself. So the organizations should make attempts to
rectify the snags and pitfalls that have crept into needs assessment and evaluation of
training, so that training can become a powerful intervention to improve manager‟s
performance and subsequently impact organization performance.

44
 CHAPTER 8

SUGGESTIONS

45
SUGGESTIONS:

The following are the recommendations to the management of the organizations to

influence their managers for effective training.

Universal has to develop training evaluation format which can measure:

1. Training effectiveness and also supervisory feedback to develop good Training Module.

2. Training department have to maintain employee training history

3. Training effectiveness can be linked with employee performance system.

46
 CHAPTER 9

CONTRIBUTION TO THE HOST ORGANIZATION

47
CONTRIBUTION TO THE HOST ORGANISATION:

In this period of 2 months/ 60 days, there were many tasks which were assigned to me by
the organization. They are as follows:

 I also got a chance to do the employee personal document verification.

 I got a chance to prepare the employee training list from January 2016 to July 2016.
 I also contributed in making the future training list for the employees from July 2016
to December 2016.
 Most importantly I contributed in the CSR activity of the organisation where we
planted tree saplings.
 I also contributed in making the training evaluation form for the employees.
 Lastly, I did the employee training attendance record in MS-Excel.

48
CHAPTER 10

LEARNING

49
LEARNINGS:

In this tenure of 2 months/ 60 days, I was fortunate enough to experience what other
students want to in their internship period. I am grateful to the organization for letting me
learn as an intern with them. The things that I learned in this organization are as follows:

 While doing the employee personal verification I learned etiquettes that is needed
to deal with the corporate employees and as well as the blue collar employees.
 I learned to use MS-Excel on a whole new level.
 I learned how to make the training evaluation form for the employees.
 I learned to make the skill matrix form of the employees.
 I learned how to analyse the skill matrix and what the parameters for its analysis
are.
 I learned how the organisation works in actual.
 I learned to make the employee training list in MS Excel.
 I learned on how to make the future training list for the employees i.e. what are
the training to be given and how and when should be the training assigned.
 I also learned in making the employee training attendance record in MS Excel.

50
 CHAPTER 11

BIBLIOGRAPHY

51
BIBLIOGRAPHY:

 Reference books:-
 Training Needs Analysis: - Sharon Bartram and Brenda Gibson of SGB
Associates.
 Training and Development-Enhancing Communication and Leadership Skills-
Steven Beebe.
 Training Needs Assesment-Methods,Tools and Techniques-Jean Barbazette.
 Transferring Learning to Behaviour-Using the four levels to improve the
performance- Donald L Kickpatrick and James D Kickpatrick.

 Online Sites:-
 www.ucmworld.com
 www.scribd.com
 www.google.co.in

52
CHAPTER 12

ANNEXURE

53
 UNIVERSAL CONSTRUCTION MACHINERY & EQUIPMENT LTD

QUESTIONNAIRE FORM

Employee Name:- __________________________________________________

Designation:- _______________________________________________________

Department:- ________________________________________________________

Q.1 Do you think that on the job training would be more useful than off the job training?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.2 I believe the training methods adopted by Universal is effective.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.3 Are you satisfied with the training programs conducted by universal?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

54
Q.4 Do you agree with the training methods used by Universal?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.5 The training given by Universal management is helpful for my effective

performance.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.6 Do you think the training identification process is conducted properly by the
company?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.7 I agree that the training needs are well identified.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

55
Q.8 Do you realize the importance of training needs through your daily work?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.9 I am able to understand the purpose of identifying Training Needs?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.10 The Company provides sufficient training for development.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.11 In my organization basic training needs are evaluated on every parameter.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

56
Q.12 Do you agree with the present training identification system?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Q.13 I agree with technological improvements that has been adopted by the company for
training need assessment.

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

Date:- _________ Signature of the Employee

57